Conflicts are inevitable in any relationship, especially a business relationship. In fact, conflicts can result in misunderstandings, uneasiness, and disruption of relationships when not managed appropriately. Cross-cultural conflicts are likely to occur a lot due to the differences in customs, religion, geography, and thinking mode. The Russian culture is unique. For instance, Russians are said to advocate individual confidence and pay more attention to personal value. It is crucial to note that the negotiations with the Russian businesspersons might involve flared tempers. Consequently, cross-cultural conflicts are likely to occur when negotiating with the Russian firms. For this reason, the present paper describes a conflict management strategy, which is harmonious with both the culture and others aspects of Russia.
In an attempt to deal with the conflicts that could potentially occur during the negotiations with the Russian firms, I will employ a collaboration strategy. Meerts (2009) suggests that this is the best conflict management strategy to use to handle the conflicts that could take place when negotiating with the Russians. According to him, the accommodation strategy is not a good conflict management strategy to use as Russians might perceive it as a weakness. Consequently, I will use a collaboration strategy. It is important to note that the collaboration conflict management strategy, which is also known as a win-win strategy satisfies both the parties since it works by incorporating the ideas of several individuals.
One of the characteristics of the collaborative conflict management strategy is that is assertive. It is also cooperative. The parties to a conflict cooperate so as to reach a solution that is ideal to both of them. In other words, collaborate strategy aims at finding a solution, which is acceptable to both parties. Besides, collaborate conflict management strategy help the parties develop commitment as well as ownership. Additionally, this strategy demands that the parties spend a significant of time in resolving the conflict. The strategy involves the exploration of the conflict by parties so as to learn from one other’s perceptions and find a solution suitable to both of them. These characteristics establish why I will utilize the collaboration conflict management strategy during the cross-cultural negotiations to deal with the conflict, which might occur.
According to Katz (2006), creating trusting as well as long-term relationships in Russia is imperative for business success. In essence, the Russian business culture depends on the personal relationships. It is imperative to note that the collaboration conflict management strategy usually involves building relationships. For this reason, this explains why it is in harmony with the culture of Russia and the best strategy to handle the conflicts, which might arise during cross-cultural negotiations with the Russian firms. The Russians reach a resolution after a dispute though presenting a lot of supporting facts as well as logical arguing (Katz, 2006). The collaboration strategy of conflict management involves the parties to the conflict working together to find out a solution, which satisfies their concerns completely. As a result, this also demonstrates why the collaboration conflict management strategy is in harmony with the culture as well as other aspects of Russia.
Temper tantrums, as well as walkouts, are common things when negotiating with the Russian businesspersons. In essence, the negotiations with the Russians might result in hostilities and hard feelings. The collaboration conflict management strategy is mostly used when the parties need to work through the hard feelings between them. For this reason, I will utilize the collaboration conflict management strategy so as to create strong relationships with the Russian counterparts, merge the ideas from both sides, and integrate solutions. It is worth noting that the collaboration conflict management strategy results in creative problem solving as well as respect between both parties. For this reason, this strategy will help us find the root of the conflicts that might occur when negotiating with the Russian firms. It will also help us solve the conflict in the least hostility method. Consequently, this demonstrates why the collaboration conflict management strategy is the best conflict management strategy to use to deal with the conflicts that could potentially occur during the negotiations with the Russian firms.
In an attempt to ensure no harm is caused to the business relationships, everyone involved in the negotiation will be encouraged to raise any issue or problem as soon as it arises. The conflicts will be resolved as soon as they occur to avoid affecting the relationships our Russia counterparts. The parties to a conflict will be required to present their supporting information as well as argue logically to avoid worsening the situation. Enough time will be taken to ensure that the conflicts are resolved once and for all. It is crucial to note that the collaboration conflict management strategy will facilitate cooperation and teamwork and, as a consequence, make the negotiation with the Russian firms successful. The strategy will also result in strong relationships between any parties that will be in conflict. As a matter of fact, both the parties will be satisfied with the solution.
Meerts, P. (2009). Negotiating with the Russian bear: Lessons for the EU. EU Diplomacy Papers, 8.
Katz, L. (2006). Negotiating international business: The negotiator's reference guide to 50 countries around the world. Createspace Independent Pub.